Richard Stolz

In a sign of increasing employer urgency for results, the percentage of wellness program sponsors offering incentives for various forms of employee engagement with those efforts rose to 87% last year, up from 77% two years ago.

An Affordable Care Act-fueled surge in self-insurance for medical benefits among smaller employers appears to have leveled off somewhat, but not due to any disenchantment with the cost-management strategy.

Fortune 500 companies are increasingly asking their CEOs to tie their personal wealth more substantially to that of their shareholders.

Although employee “well-being” programs remain highly popular, few employers actually have a strategy behind them.

The wide range of 401(k) plan fees paid by small plan sponsors and participants might be indicative of the opportunity many such sponsors have to trim those expenses.

How many of your employees will be short of money in retirement if they ignore the prospect of requiring long-term care? Answer: All of them.

Some employees can’t even afford to wait for their next paycheck to arrive, and for them there’s a new app for that – assuming their employer is willing to go along with it.

More employers are making disability income benefits available to employees, at the same time that the proportion of those employees who have access to disability income DI coverage choosing to take advantage of it is edging downward.

Faced with a growing patchwork of locally mandated minimum paid sick day benefits, a group of employers in New Jersey is challenging localities’ actions as not only inconsistent with New Jersey laws and the state’s constitution, but the U.S. Constitution as well.

The Affordable Care Act does not appear to have seriously eroded employees’ appetite for and confidence in receiving health benefits from their employer.

Can employees stressed out about their personal finances be as productive as those who are not? Not likely.

Senior executives “get” the link between employee health and performance to a greater degree than middle and front-line managers, and this could be be significant for departments locked in budget battles seeking greater resources for health promotion efforts.

A review of key DC plan parameters gleaned from the Form 5500s filed by Fortune 100 companies can serve as a useful benchmarking tool for other employers.

A review of key DC plan parameters gleaned from the Form 5500s filed by Fortune 100 companies can serve as a useful benchmarking tool for other employers.

AXA S.A. is entering the U.S. employee benefits market, citing its assessment that employers with between 20 and 200 employees are under-served.

Consumer products giant Kimberly-Clark is the latest defined benefit pension sponsor to transition significant pension liabilities to the insurance industry.

Health plan providers may soon face the similar detailed fee disclosure requirements as retirement plan providers under the Department of Labor’s (DOL) 408(b)(2) regulations.

Although many defined contribution plan participants would benefit from setting aside more dollars in their retirement savings accounts, they at least are holding a steady course when it comes to tapping retirement savings prematurely.

The definition of wellness seems to be broadening, with benefits such as vacation days, community volunteering and workplace celebrations taking the stage as top wellness initiatives,

Eight years after drugstore chain giant CVS bought PBM Caremark, Rite Aid followed suit yesterday in announcing plans to acquire EnvisionRx, a 14-year-old PBM with estimated 2015 revenue of $5 billion, and 21 million covered lives.